🎯Talent Partner | Driving TA efficiency through AI | Helping Companies Scale with Top Engineering & Product Talent
The #1 reason software engineers leave their jobs is a lack of growth opportunities. Often they feel stagnant due to unclear career paths, outdated tech stacks or limited chances to upskill. If you’re in a management role, you’re likely balancing business objectives, team goals, and your team members’ individual aspirations - it's really hard to get things right without a competency framework in place. First of all, it makes hiring a lot easier when you know exactly what skills and behaviours are non-negotiable. Secondly it really can drive performance in your team: when competency frameworks are well-defined everyone knows where they are, what's expected and how to move forward. And lastly, to get back to the retention issue: engineers don't leave companies - they leave stagnation. With the righ competency frameworks in place you can provide a roadmap for growth, showing team members exactly how they can develop and advance, keeping them engaged and motivated. If your team doesn't have a framework for what defines skills and success, you're esentially flying blind and it will be really hard to hire well, define and offer growth and ultimately make your team better. Over the last couple of years I've supported a number of startups defining compentency frameworks for specific roles within their engineering teams. From out-of-the-box SFIA 8 & 9 aligned frameworks, to bespoke frameworks tailored to the structure of the business. Recognize this challenge? Let's do something about it this year. Reach out via DM or [email protected]
